Large organisations use both internal and external methods to educate their workforce. Workforce approaches in Defence were usually of a closed nature, characterised by entry at recruitment and sequential and hierarchical rank progression. More recently, emerging technology and the associated pace of societal change has required Defence to recruit more laterally and to outsource more education, both ab initio and development. The growing complexity of workforce problems, therefore, challenges military educational decision making to increase its focus on organisational resilience. Modelling and Simulation (M&S) can take messy, ill-defined problems and build models for decision support and problem-solving. M&S is being explored in Defence workforce employability planning to deliver education that is more resilient to perturbations and can more confidently predict graduate demand for educational support partnering. However, the effective use of M&S can be compromised if it is not cognitively useful for the problem owner. A new transformational approach between the modeller and the managers of Defence educational workforce is proposed and illustrated by two conceptual case studies. The method uses the module-based translation between Business Process Model Notation (BPMN) design patterns and systems dynamics building blocks to reduce the problem owner’s reliance on specialist modellers. This approach increases the cognitive effectiveness of proposed workforce education solutions and the sharing and reuse of workforce M&S applications. Any large organisation with sufficient human resource and systems engineering support could adopt this new approach to model and simulate their workforce education and examine their resilience to fluctuations.

大型组织使用内部和外部方法来教育其员工。国防部的工作人员方法通常是封闭式的，其特点是在征兵时入职，并按顺序和等级晋升。最近，新兴技术和相关的社会变革步伐要求国防部从头开始进行更多的横向招聘并外包更多的教育。和发展。因此，劳动力问题日益复杂化，对军事教育决策提出了挑战，以增加对组织弹性的关注。建模和仿真（M＆S）可以处理混乱，定义不清的问题，并为决策支持和问题解决建立模型。国防部员工就业能力计划正在研究M＆S，以提供对干扰更具有弹性的教育，并且可以更自信地预测毕业生对教育支持合作的需求。但是，如果M＆S的有效使用对问题所有者没有认知上的帮助，则可能会受到损害。提出了一种在建模人员和国防教育工作人员之间进行变革的新方法，并通过两个概念性案例研究进行了说明。该方法使用业务流程模型表示法（BPMN）设计模式与系统动力学构件之间的基于模块的转换，以减少问题所有者对专业建模人​​员的依赖。这种方法提高了拟议的劳动力教育解决方案的认知有效性，以及劳动力M＆S应用程序的共享和重用。任何拥有足够人力资源和系统工程支持的大型组织都可以采用这种新方法来建模和模拟其劳动力教育并检查其对波动的适应能力。S应用程序。任何具有足够的人力资源和系统工程支持的大型组织都可以采用这种新方法来建模和模拟其劳动力教育并检查其对波动的适应能力。S应用程序。任何拥有足够人力资源和系统工程支持的大型组织都可以采用这种新方法来建模和模拟其劳动力教育并检查其对波动的适应能力。